International Research Journal of Education and Technology

The employment of AI within the recruitment industry has revolutionized the hiring process in terms of the impact on organizational performance and the perception of candidates. This paper focuses on examining the effects of AI-based recruitment practices on candidate experiences and their perceptions of fairness within the recruitment process. The purpose of this research is to understand how candidates interact with AI-based systems and how this interaction affects their overall perception of the recruitment process.

The research design was quantitative, and the collected data involved 130 participants that had been previously exposed to the use of AI recruitment tools. For the collection of the data, a Likert scale questionnaire was used. The collected data were analyzed by means of descriptive statistics and correlation.

The results indicate that AI-enhanced recruitment practices have a positive impact on the candidate experience, especially its efficiency, communication, and usability. But the impressions of fairness are rather medium, and the issues associated with transparency, prejudice, and inadequate human interaction are raised. Another positive correlation that the study establishes is between the experience of the candidate and the perceived fairness, where the better the experience during recruitment the higher the perceptions of fairness. Besides, it is also determined that candidate experience mediates the correlation between AI recruitment practices and perceived fairness.

The paper shows the relevance of balancing AI-oriented recruitment systems with human-centered design. It is implied that organizations are to pay attention to enhancing transparency, fairness, and human components to make the recruitment process more satisfying and trustworthy to the candidate.

Keywords: AI Recruitment, Candidate Experience, Perceived Fairness, Recruitment Technology, Human Resource Management